ey want to make sure that a Hiring Manager is going to pick up the phone and call them, whatever their need is, whether it is an "easy" hire, or a difficult search.
A corporate recruiter's "job" is to help manage the hiring process within the company, whether they are handling a requisition from beginning to end - without the involvement of a third party recruiter - or whether they are there to actually explain to the hiring manager that they will need to work with a third part recruiter for *that particular search*
When working with a third party recruiter, my job, as a corporate recruiter, is to ensure that the process is going smoothly - and yes, often, I was the TPRs advocate, ensuring the hiring manager is accessible, and returning their calls, quickly and promptly. I often discussed the search with the third party recruiter, explained who our competitors were, and any information that will help them in targeting their search to our needs.
Those are just a few examples of what a corporate recruiter does, and how they actually *help* a third party recruiter with their search.
My pet peeve? an HR type individual, disguised as a recruiter :)
For all those of you third party recruiters who want to *get rid* of all corporate recruiters, hopefully, one day, you'll encounter a brilliant internal recruiter like me :)…
and, then, this:
Nearly Half of US Firms Having Trouble Finding Talent: Report
Now, I know enough basics about statistics to know that correlation does not necessarily equal causation... but I will be the first to admit that internal HR / recruitment, in their eagerness to lessen the impact of third-party fees, have quickly adopted the new technologies, and, unfortunately, often forget the most important aspect of any good (mind you, I said good) decent, third-party search firm is the breadth and depth of industry knowledge, company culture, and constant contact third parties have with the people they (internal HR) wish to hire. I always liked to think (and hope) we third-party recruiters have a bird's eye view (and it's really kinda cool) of the industries and niches that we serve, and that is a key strength that differentiates third-party from internal recruitment.
I just wrote a blog post last week that touched on this... and noticed a few posts from recruitingbloggers on ATS over the past couple days.
Thoughts, anyone? I would love to hear from any and all involved in the search process, skilled seekers, hiring managers having difficulty finding key skills, internal recruiters, and my third-party cohorts.